Consistency matters: Exploring the different roles of climate variability on collective turnover

Abstract

Research on climate has been explored from multiple perspectives over the years. It is generally agreed that global climate (the mean value of the climate ratings of individual members) is positively related to many important individual and organizational outcomes. However, having a positive global climate is not enough. The level of variability in climate dimensions ratings also matters as it could influence how employees appraise their work environment. In this study, we explored the different roles of climate variability, defined as the level of dispersion across climate dimensions, to explain collective turnover. Drawing on signalling theory, we tested the direct and moderating effects of climate variability on collective turnover using a large and heterogeneous database composed of 25,288 individuals from 150 small-sized to large organizations in different industries. After controlling for global climate, we found that climate variability had a curvilinear association with collective turnover. Although lower levels of climate variability had milder effects on collective turnover, moderate to higher levels of climate variability were associated with higher collective turnover rates. Moreover, climate variability also played a moderating role in the relationship between global climate and collective turnover such that a higher level of climate variability impaired the beneficial effects of a positive global climate on collective turnover. Implications for theory, practice and future research are discussed.